Human Resource & Labor News
www.agc.orgJune 22, 2016 / Issue No. 03-16
AGC Home Page
Email our Editor
Search Back Issues
Forward to a Friend
Subscribe
Printer Friendly
On the Inside
Wage & Hour Law
FLSA Salary Threshold Increases to $47,476/Year; Duties Test not Changed
Labor Department Issues New FMLA Guide and Poster for Employers
Labor Relations
AGC Urges Court to Overturn NLRB Expansion of Joint Employer Standard
NLRB Decision Limiting Right to Replace Strikers May Signal a New Paradigm
Common Control for Purposes of Withdrawal Liability is Determined at Time Covered Work Resumes Rather than Time of Withdrawal, 10th Circuit Rules
Equal Employment Opportunity
EEOC Issues Final Rules on Employer Wellness Programs
EEOC Issues Guidance on Leave as a Reasonable Accommodation for People with Disabilities
OFCCP Finalizes Sex Discrimination Rule
OFCCP Sets 2016 VEVRAA Hiring Benchmark at 6.9 Percent
HR & Labor Education
10 Reasons to Attend AGC’s 2016 Construction HR and Training Professionals Conference
Labor Lawyers & Managers Gather to Hear Latest Developments in Construction Labor Law
EEOC Issues Guidance on Leave as a Reasonable Accommodation for People with Disabilities
 

On May 9, the Equal Employment Opportunity Commission (EEOC) issued new guidance for employers that addresses the rights of employees with disabilities who seek leave as a reasonable accommodation under the Americans with Disabilities Act of 1990 (ADA).  The document, Employer-Provided Leave and the Americans with Disabilities Act, responds to common questions employers and employees have raised about leave requests that concern an employee’s disability. 

The EEOC explains that the release of the document does not create new agency policy since regulations already provide that reasonable accommodations may include leave, potentially including unpaid leave that exceeds a company’s normal leave allowances.  Instead, the resource is intended to help educate employers and employees about workplace leave under the ADA to prevent discriminatory denials of leave from occurring by consolidating existing guidance on ADA and leave into one place, addressing issues that arise frequently regarding leave as a reasonable accommodation, including the interactive process, maximum leave policies, “100 percent healed” policies, and reassignment. 

Employer undue hardship is also addressed, including issues related to the amount and/or length of leave required, the frequency of leave, the predictability of intermittent leave, and the impact on the employer’s operations and its ability to serve customers and clients in a timely manner.  

For more information on the EEOC and the ADA, visit the EEOC’s website and AGC’s Labor and HR Topical Resources webpage.  On the AGC website, first login as an AGC member to access all resources, then select the primary category “EEO” and the secondary category “Americans with Disabilities” Act.
Return to Top

2300 Wilson Boulevard, Suite 300 • Arlington, VA 22201 • 703.548.3118 (phone) • 703.548.3119 (fax) • www.agc.org
AGC Home | About AGC | Advocacy | Industry Topics | Construction Markets | Programs & Events | Career Development | News & Media

To ensure delivery of AGC’s Human Resource & Labor News, please add 'communications@agc.org' to your email address book or Safe Sender List. If you are still having problems receiving our communications, visit our white-listing page for more details.

© Copyright The Associated General Contractors (AGC) of America. All Rights Reserved.


The Associated General Contractors of America | Quality People. Quality Projects.